There's a judgment issue here. In the course, obviously, of any business operation, especially with the types of things we deal with here--grievances, sexual harassment complaints, human rights complaints--often the individual is identified as a potential culprit. So you have to balance between having people come forward, which we're urged to do by law, by the Canadian Human Rights Act or part III of the Canada Labour Code. We urge employees to come forward when they have a complaint. If we can't deal with them in some measure of confidentiality, they're not going to come forward.
Now, in answer to your question, let's say Barbara gets a complaint from an employee saying she's been sexually harassed, and after the investigation it becomes clear that perhaps some action needs to be taken, then obviously we have to provide the appropriate level of evidence in order to take the action. In the process of collecting the data, in the process of doing the investigation, and in the process of talking to other people, with respect, we believe that information should be protected within that context, You're right, of course, that when it comes to actually taking action, we clearly have to provide the evidence to sustain it.
FETCO employers, not entirely but for the most part, tend to be unionized operations, and many, as you know, in the federal sector especially, have a long history of unionization. My previous employer, Canadian Pacific Railway, had its first collective agreement in 1896. So we're talking about long-established bargaining relationships that have built right into the collective agreements these kinds of protections--investigations, how they're held--to ensure that an employee cannot be disciplined without the appropriate procedures. We recognize that, and nobody is suggesting that it should be otherwise.
However, we believe that unless you can provide in the fact-finding process some measure of confidentiality, we're not sure how the thing can work properly. If an employee knows that if she comes in with a sexual harassment complaint and can't deal with a company on a confidential basis, that anything she's likely to say is immediately going to go to the alleged perpetrator, we think that would have a chilling effect on people coming forward.